December 5, 2013   view past issues

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Visit the All New

Modeled after Pinterest, the newly re-launched offers four channels of information and resources found nowhere else on the Web. The channels are specifically tailored for:

  • Employers & Recruiters
  • Job Seekers
  • Career Activists (those passive prospects that are so hard to recruit)
  • Employment Site Professionals.

What will you find at There are:

  • Books & Tools for recruiting & sourcing excellence
  • An archive of outside-the-box Recruiting Tips
  • An Association Directory organized by career field & industry
  • Information on the International Association of Employment Web Sites
  • And much, much more!

So, don’t delay! Visit today. And, make sure you tell your colleagues about the site, as well.

Game Changers

In this season of football, basketball and hockey, there is a lot of talk about game changers – the individuals who, more often than not, spell the difference between victory and defeat. They are every team’s dream player and, in every other facet of the economy, they are every employer’s dream new hire. The goal of recruiting, therefore, should be to recruit more game changers than the competition.

While recruiters have always focused on the best talent, it would be a mistake to describe game changers as “A” level performers. They are much more. They not only excel at their own work; they raise the level of work done by everyone else around them. They change the game because they turn the team – or the business – into an “A” level performer.

So, where do you find these game changers and how do you recruit them? In my book, The Career Activist Republic, I introduce a number of concepts for identifying and engaging these extraordinary individuals – men and women who are best described not by their impact, but by their defining characteristics.

Concept #1: Focus your time and effort where it is likely to have the greatest payoff.

It is, of course, both politically correct and accurate to acknowledge the presence of game changers among active job seekers. However, according to the U.S. Bureau of Labor Statistics, at any point in time, just 16 percent of the American workforce is actively in transition. In other words, four-fifths of the workforce is composed of what is conventionally known as “passive job seekers.” And, the probability is simply much higher that you will find the game changers you need in that larger group.

Concept #2: Recognize (and accept) that passive job seekers aren’t job seekers at all.

The 84 percent of the workforce who are not actively engaged in a job search are “prospects.” They aren’t seeking a job or a change in employer. They don’t visit corporate career sites or job boards unless they are drawn to those locations by something they value. What do these passive prospects value? Anything that will make them better. They may not be job seekers, but they are always looking for ways to advance in their field. That’s why I call them “career activists.” They can be activated to consider employment opportunities by content they find useful.

Concept #3: Use a pull-pull approach when developing content for career activists.

First, transform your career site into a center of excellence for career advancement by featuring one or both of two kinds of content:

  • Content that will help these game changers manage their career effectively – set appropriate goals, deal with problem bosses – not conduct a job search – write a resume, take an interview.
  • and/or

  • Content that will enhance their knowledge, skills, credentials or market awareness so they are able to compete successfully for ever more challenging and rewarding employment opportunities.

Then promote that content to pull the right passive prospects to your site.

Second, transform your job postings into electronic sales brochures targeted directly at game changers. These individuals don’t care about the “requirements and responsibilities” of a job; they want to know the answers to five questions:

  • What will they get to do?
  • What will they get to learn?
  • What will they get to accomplish?
  • With whom with they get to work?
  • How will they be recognized and rewarded?

This content is the best way to pull passive prospects into an active state or what is commonly called an applicant.

Game changers are the key to victory in today’s highly competitive global economy, but game changers can’t be recruited with traditional strategies and tactics. What’s required, instead, is a focus on that segment of the workforce where there is the highest probability of success, an understanding of this population’s unique interests, and techniques that leverage those interests to pull them into the enterprise.

Thanks for reading,


Visit the all new

Be At Your Best With the Best Tools

The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Books. Get yours today!

WEDDLE’s Guide to Employment Sites on the Internet. This is the 11th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

The Talent Sourcing & Recruitment Handbook. This is Shally Steckerl’s tell-all guide to his sourcing secrets and cybersleuthing for hard-to-find talent.

WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.

Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.

Recruiters Have Careers Too

Recruiters have careers too. And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.

How can you protect yourself?

Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at

The book has a number of special features:

  • Organized just like a physical fitness regimen, the book tells you what to do to improve the health of your career, how to do it and – unique to the Career Fitness program – how often in order to maximize the employment benefits you derive from your efforts.
  • From ancillary skill development and work pacing to soul work and gathering career intelligence, the book introduces a powerful blend of the best traditional practices and state-of-the-art techniques for effective job search and career self-management in today’s uncertain times.
  • Filled with worksheets and exercises, the book is a complete self-study program that delivers the knowledge and skills required for BOTH job search and career success.

So, get your career in shape. Get The Career Fitness Workbook today!

The Best Online Recruitment Tool Ever

WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).

If you want to:

  • Develop a pinpoint targeting strategy for your recruitment advertising,
  • Identify the best social media sites for connecting with top talent,
  • Improve the quality of the applicants you source online,
  • Sell products and services to job boards and other employment Web-sites

then the WEDDLE’s Directory is for you!

The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.

Click here to order your copy or contact WEDDLE’s at 203-964-1888 for additional information.